Case Study | Operations Director

Client Overview

A forward-thinking residential property management company dedicated to delivering an unrivalled service offering — from simple maintenance to luxury concierge — the business works closely with clients to blend innovation with experience and optimise building performance across its portfolio. As new business enquiries increased, the company identified the need for a senior Operations Director to support growth and help steer the business forward.

The Challenge

The Operations Director role required a candidate with an existing, established network of developers and a genuine dedication to building new business — a profile representing less than 1% of professionals within the Leasehold sector. A previous offer to a suitable candidate had been declined, prompting the decision to move to a retained search for greater process control. The highly specialist nature of the brief made this one of the most talent-constrained searches in the residential management market.

Our Approach

Leadership The lead consultant, supported by deverellsmith's Data & Research function, mapped all managing agents operating in the new build space with developer relationships across the UK. This was combined with direct use of deverellsmith's existing network to identify credible referrals — ensuring no viable candidate went unidentified.

Methodology

• Competitive Market Mapping
• Talent Mapping
• Consultative Process

Results

• 10-candidate shortlist produced from a highly limited talent pool
• 5 candidates progressed to interview
• 2 candidates reached second stage
• 1 offer made and accepted within the agreed three-month timeframe
• Placed candidate matched the ideal profile and contributed positively to company culture
• Business has grown significantly since placement, with a major developer added to the portfolio within 10 months

Key Success Factors

A UK-wide mapping exercise targeting new build managing agents, combined with a referral-led network approach, unlocked a candidate pool that traditional search methods would have missed. The retained model gave both parties the structure and control needed to navigate an exceptionally tight talent market — delivering a high-impact hire that directly contributed to significant business growth.